Conflict resolution strategies of nurses in a selected government tertiary hospital in the Kingdom of Saudi Arabia

Baddar, Fatma; Salem, Olfat A.; Villagracia, Hazel N.

doi:10.5430/jnep.v6n5p91

Cited by 21 publications

(46 citation statements)

References 19 publications

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“…Similar to other hospitals, the existence of intra-group conflict involving members of two professions that closely collaborate to deliver patient care is evident in these three hospitals [3,30,33,34,38]. Other antecedents to conflict present in these three hospitals include the fact that their medical and nursing personnel are diversely distributed in terms of gender [50,51,52], age [53] and years of experience [12,37,50].…”

Section: Discussionmentioning

confidence: 96%

“…With respect to conflict among nurses and physicians, the conflict resolution strategies of avoidance and compromise are commonly used to remedy conflict on an interim basis [2]. A study conducted among 78 nurse respondents in a selected tertiary hospital in the Kingdom of Saudi Arabia revealed that they most often utilized competing in conflict situations with physicians while accommodating was the least used conflict resolution strategy with doctors [38]. Among nurse managers and staff nurses at Menoufiya University Hospital and Shebin El-Kom Teaching Hospital in Egypt, avoiding and competing were the most and least utilized conflict management style by the respondents, respectively [35].…”

Section: Discussionmentioning

confidence: 99%

“…A conflict-related study in the Kingdom of Saudi Arabia has shown that the nature of administration, cultural understanding, and incompatible requests from different sources including educational background and occupation had a significant influence on igniting misunderstandings between and among healthcare providers [37]. In another research investigation conducted in the Kingdom of Saudi Arabia, conflict had been proven to be existent between doctors and nurses with the latter commonly using the conflict resolution strategy of avoidance of physicians [38].…”

Section: Background Of the Studymentioning

confidence: 99%

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Conflict and Conflict Resolution among the Medical and Nursing Personnel of Selected Hospitals in Hail City

Alshammari¹,

Dayrit²

2017

IOSR JNHS

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Section: Discussionmentioning

confidence: 96%

Section: Discussionmentioning

confidence: 99%

Section: Background Of the Studymentioning

confidence: 99%

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Conflict and Conflict Resolution among the Medical and Nursing Personnel of Selected Hospitals in Hail City

Alshammari¹,

Dayrit²

2017

IOSR JNHS

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“…A competing style has been reported to be ineffective as it causes intimidation and interferes with communication, discussion of alternative ideas and attempts at problem solving. In fact, competing style was found to be the least used strategy by nurses in a study by Baddar, Salem and Villagracia (2016:96).…”

Section: Discussion Of Findingsmentioning

confidence: 99%

Use of scenarios to explore conflict management practices of nurse unit managers in public hospitals

Moeta

Rand

2019

Curationis

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Background Workplace conflict is common among nurses globally. Learning how to manage it may reduce related adverse consequences. Inappropriate management of conflict is attributed to decreased productivity, poor morale and financial loss for organisations. Nurse unit managers can play a key role by effectively managing workplace conflict in the units. Objectives To explore how nurse unit managers manage conflict in public hospitals and subsequently to make recommendations on how to optimise conflict management skills of nurse unit managers. Method A qualitative, explorative, descriptive and contextual study was conducted to explore how nurse unit managers managed conflict based on a scenario provided to them. Purposive sampling was used to select nurse unit managers working in three public hospitals. Eleven nurse unit managers participated in the study. Data were collected in two phases. In phase 1, a conflict scenario was developed in consultation with experienced nurse managers. The conflict scenario was used during phase 2, which involved individual face-to-face semi-structured interviews with nurse unit managers until data saturation. Tesch’s method of thematic synthesis was used to analyse the data. Literature review was undertaken to ascertain what is considered as an appropriate intervention in conflict management. Results Three themes emanated from data analysis: nurse unit managers managed conflict appropriately, nurse unit managers avoided the conflict and nurse unit managers managed conflict inappropriately. Conclusion While some of the nurse unit managers managed conflict appropriately, additional and continuous education and training is required to optimise the capacity and develop their conflict management competency. The findings could be integrated into orientation, training and preparation of nurse managers by health care organisations and educational institutions.

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“…It has been reported that when conflicts between nurses are not effectively managed, they impair interpersonal and professional relationships in the long term, affect the functioning of an organisation negatively, and increase the cost of patient care. It also causes emotional exhaustion, depersonalization, and a decrease in job satisfaction in health team members (Baddari et al., ; Brinkert, ; Tilden, ; Yılmaz & Öztürk, ). When conflicts and/or administrative problems are encountered at different levels of nursing services, nurse managers’ communication skills and approaches play a key role in problem solving (Brinkert, ; Yılmaz & Öztürk, ).…”

Section: Literature Reviewmentioning

confidence: 99%

Conflict management styles of nurse managers working in inpatient institutions: the case of Turkey

2018

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Aim The present study aimed to determine conflict‐resolution styles of nurse managers working in hospitals where organisational conflicts are common, and factors affecting their styles. Background When conflicts and/or administrative problems are encountered at different levels of nursing services, nurse managers’ communication skills and approaches play a key role in problem solving. Methods This study was conducted in Sivas, a province in the eastern part of Turkey. The study sample involved 116 nurse managers working in inpatient institutions. Data were collected with the Sociodemographic Characteristics Questionnaire and the Rahim Organizational Conflict Inventory. Results Of the conflict‐management styles, the one preferred by the participating nurse managers was collaborating, followed by compromising, avoiding, competing, and accommodating. However, age, educational background, length of service, and managerial experience were effective in determining the style of conflict resolution. Conclusion It was concluded that nurse managers preferred the collaborating style to manage conflicts because it is a positive and effective conflict‐management style, and that a variety of variables played a role in their decision to adopt this style. Implications for nursing management Conflicts have an adverse effect on the productivity, morale, and patient care of all the health care team, which might lead to a rapid turnover of employees or dissatisfaction. Using conflict‐resolution strategies in the workplace will help maintain a healthy work environment.

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Conflict resolution strategies of nurses in a selected government tertiary hospital in the Kingdom of Saudi Arabia

Cited by 21 publications

References 19 publications

Conflict and Conflict Resolution among the Medical and Nursing Personnel of Selected Hospitals in Hail City

Conflict and Conflict Resolution among the Medical and Nursing Personnel of Selected Hospitals in Hail City

Use of scenarios to explore conflict management practices of nurse unit managers in public hospitals

Conflict management styles of nurse managers working in inpatient institutions: the case of Turkey

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